Question

哪位好心人帮我翻译一下这个啊，万分感谢！急啊

（一）建立清晰的职业生涯规划
在知识经济时代，人才的竞争将更加激烈，人力资源管理的一项重要任务就是要吸引和留住优秀人才为了留住人才，企业应站在员工的角度为员工做好职业生涯的规划，从员工的能力、兴趣去判断、评估。企业对员工职业生涯体系的激励设计要紧密联系企业战略发展需求，并在职业生涯管理体系设计的指导思想和指导原则下进行。职业生涯管理的激励从员工自我评估开始，企业提供必要的评估工具。为了帮助员工制定最适合自己的职业生涯发展规划、为了将最适合的员工安排在最适合的岗位上，企业也要对员工进行评价，它包括通过实践检验考察员工的工作绩效、对员工价值观、职业倾向、兴趣爱好、能力与潜力等方面的测试和评估。接下来提供给员工职业生涯发展的资源与环境，企业帮助员工制定职业生涯规划。在职业生涯规划实施过程中要注意持续的沟通和评价与反馈。最后，编制职业生涯管理手册，介绍职业生涯管理的相关理论、指导思想、制度和职业生涯管理资源等。给员工设计出一套符合他们的本性特征及需求的较完善的职业生涯管理体系，为他们的成长提供广阔的空间和丰富的资源及公平的竞争环境。
（二）大力发展培训激励机制
员工的培训与教育是使员工不断成长的动力和源泉。在知识经济时代，人才的竞争将更加激烈，培训与教育成为吸引人才、留住人才的重要筹码。但是做大量培训投入前，最重要的是做科学的培训需求分析，并制定培训的目标。项目设计与实施阶段是指根据前阶段的需求分析来制定培训开发内容和设计培训方法，以有效地实施培训。评估阶段是根据企业制定的标准，收集各主要阶段的数据，并加以解释和分析，对参与者进行预先测验、监控培训、评价培训并得出重要的结果。评估是贯彻整个培训开发的每一阶段。反馈与沟通阶段是将评估结果反馈给相关人员和部门，特别是人力资源开发部门的相关人员，并与他们进行沟通，以决定是否应于组织内继续进行该项培训。一个针对员工亟需提高、迫切需要的培训，对员工是非常棒的奖励，当然，如果企业的人力资源部门实力强大，在培训中，将培训与个人的职业生涯进行紧密结合，从而更好的激励受训者在培训中的表现，以提高培训效果。这会是公司保持员工的高素质和强大竞争力的来源之一，所以企业一定要对培训高度重视。

Answer 1

(A) the establishment of a clear career planning

In the era of knowledge economy, competition for talent will become more intense, human resource management is an important task is to attract and retain talent in order to retain talent, companies should be the perspective of the employees do a good job for staff career planning, from the staff's abilities, interests to judge, evaluate. Business-to-career employees an incentive system designed to closely link the development needs of corporate strategy and career management system design guiding ideology and guiding principles manner. Incentives for career management self-assessment from the employee started the enterprise to provide the necessary assessment tools. In order to help employees develop the best suited to their career development plan, in order to arrange the most suitable employees in the most suitable positions, the enterprises should also evaluate the staff, which includes inspection visits by practice staff work performance, employee values, vocational orientation, hobbies, abilities and potential areas of testing and evaluation. Then provided to the employee's career development resources and the environment, companies help employees to develop career planning. Career planning and implementation process should pay attention to ongoing communication and evaluation and feedback. Finally, the preparation of career management handbook, career management related to the theory, guiding ideology, system and career management resources. To staff to design a set of line with their nature, characteristics and needs of better career management system for their development provide a vast space and a wealth of resources and a fair competitive environment.

(B) to develop training incentives

Staff training and education is to enable employees and a growing source of power. In the era of knowledge economy, competition for talent will become more intense, training and education in attracting, retaining an important bargaining chip. However, before doing a large number of training inputs, the most important thing is to do a scientific analysis of training needs and develop training objectives. Project design and implementation phase is defined as pre-stage of the development of training needs analysis to develop content and design of training methods in order to effectively implement training. The assessment phase is based on standards set by companies to collect data on the main stage, and explain and analysis, the participants pre-tests, monitoring training, evaluation of training and reached important results. Assessment is ongoing throughout the training, each stage of development. Feedback and communication stage is the result of the evaluation feedback to the relevant personnel and departments, in particular human resource development sector, relevant personnel, and communicate with them in order to determine whether it should continue within the organization of the training. An urgent need for staff to improve the urgent need for training of the staff is great reward, of course, if an enterprise's human resources department strong in training, the training and personal career closely, thereby better encourage the performance of trainees in training in order to improve training effectiveness. This will be to maintain high-quality staff and strong competitiveness, one of the sources, so enterprises must attach great importance to training.

Answer 2

(A) the establishment of a clear career planning
In the era of knowledge economy, competition for talent will become more intense, human resource management is an important task is to attract and retain talent in order to retain talent, companies should be the perspective of the employees do a good job for staff career planning, from the staff's abilities, interests to judge, evaluate. Business-to-career employees an incentive system designed to closely link the development needs of corporate strategy and career management system design guiding ideology and guiding principles manner. Incentives for career management self-assessment from the employee started the enterprise to provide the necessary assessment tools. In order to help employees develop the best suited to their career development plan, in order to arrange the most suitable employees in the most suitable positions, the enterprises should also evaluate the staff, which includes inspection visits by practice staff work performance, employee values, vocational orientation, hobbies, abilities and potential areas of testing and evaluation. Then provided to the employee's career development resources and the environment, companies help employees to develop career planning. Career planning and implementation process should pay attention to ongoing communication and evaluation and feedback. Finally, the preparation of career management handbook, career management related to the theory, guiding ideology, system and career management resources. To staff to design a set of line with their nature, characteristics and needs of better career management system for their development provide a vast space and a wealth of resources and a fair competitive environment.
(B) to develop training incentives
Staff training and education is to enable employees and a growing source of power. In the era of knowledge economy, competition for talent will become more intense, training and education in attracting, retaining an important bargaining chip. However, before doing a large number of training inputs, the most important thing is to do a scientific analysis of training needs and develop training objectives. Project design and implementation phase is defined as pre-stage of the development of training needs analysis to develop content and design of training methods in order to effectively implement training. The assessment phase is based on standards set by companies to collect data on the main stage, and explain and analysis, the participants pre-tests, monitoring training, evaluation of training and reached important results. Assessment is ongoing throughout the training, each stage of development. Feedback and communication stage is the result of the evaluation feedback to the relevant personnel and departments, in particular human resource development sector, relevant personnel, and communicate with them in order to determine whether it should continue within the organization of the training. An urgent need for staff to improve the urgent need for training of the staff is great reward, of course, if an enterprise's human resources department strong in training, the training and personal career closely, thereby better encourage the performance of trainees in training in order to improve training effectiveness. This will be to maintain high-quality staff and strong competitiveness, one of the sources, so enterprises must attach great importance to training.